Nagarajan Ramamoorthy
Biographic Data
| ID | 5789385 |
|---|---|
| NAME | Nagarajan Ramamoorthy |
| GIVEN NAMES | Nagarajan |
| FAMILY NAME | Ramamoorthy |
| SIGNATURE | RAMAMOORTHY N |
| AFFILIATIONS | Texas A&M University-Victoria |
| ORCID | 0000-0001-7424-4954 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 43 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1998 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 3 |
Individualism–Collectivism
During the past three decades, interest in national cultural values and how these values impact the effectiveness of managerial practices has gained prominence. In this respect, the cultural level variable of individualism–collectivism (IC) has been researched extensively. Research on IC has treated IC as a dichotomous cultural level variable to study its influences on management practices such as nature of employment relationship, job design and…
Employee stock option plan and employee attitudes: A test of extrinsic versus intrinsic models
Purpose The objective of this research is to present a causal model of the influence of stock options on psychological contract and employee attitudes, and report results of an initial empirical examination of this model. Design/methodology/approach To test the model, data were collected using a survey methodology from 98 employees in a large financial services firm. Multiple‐regression equations were used to derive the path coefficients. Finding…
Commitment, flexibility and the choice of employment contracts
The study of the factors influencing a firm’s choice of employment contract occupies a critical role in the strategic human resource management literature. However, existing research does not adequately address an important question in an uncertain environment: Can a firm balance the apparently conflicting considerations of ‘commitment’ and ‘flexibility’, underlying employment contracts? By integrating research on transaction cost economics and t…
Individualism/Collectivism, Perceived Task Interdependence and Teamwork Attitudes among Irish Blue-Collar Employees: A Test of the Main and Moderating Effects
Two-hundred and four blue-collar employees participated in a study in which we tested for the effects of individualism/collectivism (I/C) orientations (solitary work preference, supremacy of individual goals, competitiveness, and self-reliance dimensions) and perceived task interdependence on two employee attitudes: team loyalty and prosocial behavior. We found support for the hypothesis that perceived task interdependence had positive effects on…
Employee Attitudes and Behavioral Intentions: A Test of the Main and Moderating Effects of Individualism-Collectivism Orientations
In this study, we examine whether individualism/collectivism (I/C) orientations predict employee attitudes and behavioral intentions, and also consider whether I/C orientation moderates the relationship between equity perceptions and these variables. Four hundred and two employees from 11 high technology and financial services companies participated in this study. Results indicated that the competitiveness dimension of I/C moderated the relations…
Individualism/Collectivism Orientations and Reactions Toward Alternative Human Resource Management Practices
In this study, we examined the relationship between individualism-collectivism orientations of potential job seekers and their reactions toward alternative human resource management (HRM) practices in the areas of selection, performance appraisal, reward system, career system, and employment security. Using several subdimensions of individualism-collectivism, we found many significant relationships between individualism-collectivism orientations …
Individualism/Collectivism Orientations and Reactions Toward Alternative Human Resource Management Practices
In this study, we examined the relationship between individualism-collectivism orientations of potential job seekers and their reactions toward alternative human resource management (HRM) practices in the areas of selection, performance appraisal, reward system, career system, and employment security. Using several subdimensions of individualism-collectivism, we found many significant relationships between individualism-collectivism orientations …
Employee Attitudes and Behavioral Intentions: A Test of the Main and Moderating Effects of Individualism-Collectivism Orientations
In this study, we examine whether individualism/collectivism (I/C) orientations predict employee attitudes and behavioral intentions, and also consider whether I/C orientation moderates the relationship between equity perceptions and these variables. Four hundred and two employees from 11 high technology and financial services companies participated in this study. Results indicated that the competitiveness dimension of I/C moderated the relations…
Individualism/Collectivism, Perceived Task Interdependence and Teamwork Attitudes among Irish Blue-Collar Employees: A Test of the Main and Moderating Effects
Two-hundred and four blue-collar employees participated in a study in which we tested for the effects of individualism/collectivism (I/C) orientations (solitary work preference, supremacy of individual goals, competitiveness, and self-reliance dimensions) and perceived task interdependence on two employee attitudes: team loyalty and prosocial behavior. We found support for the hypothesis that perceived task interdependence had positive effects on…
Commitment, flexibility and the choice of employment contracts
The study of the factors influencing a firm’s choice of employment contract occupies a critical role in the strategic human resource management literature. However, existing research does not adequately address an important question in an uncertain environment: Can a firm balance the apparently conflicting considerations of ‘commitment’ and ‘flexibility’, underlying employment contracts? By integrating research on transaction cost economics and t…
Individualism/Collectivism Orientations and Reactions Toward Alternative Human Resource Management Practices
In this study, we examined the relationship between individualism-collectivism orientations of potential job seekers and their reactions toward alternative human resource management (HRM) practices in the areas of selection, performance appraisal, reward system, career system, and employment security. Using several subdimensions of individualism-collectivism, we found many significant relationships between individualism-collectivism orientations …
Employee Attitudes and Behavioral Intentions: A Test of the Main and Moderating Effects of Individualism-Collectivism Orientations
In this study, we examine whether individualism/collectivism (I/C) orientations predict employee attitudes and behavioral intentions, and also consider whether I/C orientation moderates the relationship between equity perceptions and these variables. Four hundred and two employees from 11 high technology and financial services companies participated in this study. Results indicated that the competitiveness dimension of I/C moderated the relations…
Individualism/Collectivism, Perceived Task Interdependence and Teamwork Attitudes among Irish Blue-Collar Employees: A Test of the Main and Moderating Effects
Two-hundred and four blue-collar employees participated in a study in which we tested for the effects of individualism/collectivism (I/C) orientations (solitary work preference, supremacy of individual goals, competitiveness, and self-reliance dimensions) and perceived task interdependence on two employee attitudes: team loyalty and prosocial behavior. We found support for the hypothesis that perceived task interdependence had positive effects on…
Commitment, flexibility and the choice of employment contracts
The study of the factors influencing a firm’s choice of employment contract occupies a critical role in the strategic human resource management literature. However, existing research does not adequately address an important question in an uncertain environment: Can a firm balance the apparently conflicting considerations of ‘commitment’ and ‘flexibility’, underlying employment contracts? By integrating research on transaction cost economics and t…
Employee stock option plan and employee attitudes: A test of extrinsic versus intrinsic models
Purpose The objective of this research is to present a causal model of the influence of stock options on psychological contract and employee attitudes, and report results of an initial empirical examination of this model. Design/methodology/approach To test the model, data were collected using a survey methodology from 98 employees in a large financial services firm. Multiple‐regression equations were used to derive the path coefficients. Finding…
Individualism–Collectivism
During the past three decades, interest in national cultural values and how these values impact the effectiveness of managerial practices has gained prominence. In this respect, the cultural level variable of individualism–collectivism (IC) has been researched extensively. Research on IC has treated IC as a dichotomous cultural level variable to study its influences on management practices such as nature of employment relationship, job design and…
Job Satisfaction and Organizational Behavior (5 works) · Psychology (5 works) · Social Psychology (5 works) · Collectivism (4 works) · Cultural Differences and Values (4 works) · Individualism (4 works) · Political science (4 works) · Social Psychology (4 works) · Economics (3 works) · Management (3 works)